Topics to ponder: Part-time practice and pay parity

Tracy, Erin E.; Wiler, Jennifer L.; Holschen, Jolie C.; Patel, Shama; Ligda, Kristin Ondecko

doi:10.1016/j.genm.2010.07.003

Cited by 15 publications

(4 citation statements)

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“…A 2012 study showed that female ORLs accounted for a proportionately greater number of pediatric ORLs. 27 A greater emphasis on student and resident education and part-time employment [28][29][30] have also been historically proposed as contributing factors. Female ORLs may possibly spend more time with patients and see fewer patients overall, a phenomena previously reported.…”

Section: Discussionmentioning

confidence: 99%

Characterizing Medicare Reimbursements and Clinical Activity Among Female Otolaryngologists

Panth

Torabi

Kasle

et al. 2021

Ann Otol Rhinol Laryngol

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Objective: To evaluate geographic and temporal trends in Medicare fee-for-service (FFS) billing and reimbursements across female otolaryngologists (ORL). Methods: We performed a cross-sectional, retrospective analysis of the 2017 Medicare Physician and Other Suppliers Aggregate File. We analyzed differences in the number of services, patients, reimbursements, unique Current Procedural Terminology (CPT) codes used, and services billed per patient among female ORLs. Results: Female ORLs accounted for 15.2% of the 8453 Medicare-reimbursed ORLs. Female ORLs who graduated between 2000 and 2010 were reimbursed a median of $58 031.9 (IQR: $32 286.5-$91 512.2) and performed a median of 702 (IQR: 359.5-1221.5) services, significantly less than those who graduated between 1990 and 1999 (median: $67 508.9; IQR: 37 018.0-110 471.5; P < .001; median: 1055.5; IQR: 497.3-1944; P < .001). Female ORLs who graduated between 2000 and 2010 saw a median of 232 patients (IQR: 130.5-368), significantly less than those who graduated between 1990 and 1999 (median: 308; IQR: 168.3-496; P < .001) patients, significantly more than those. Female ORLs in urban settings performed a median of 795 (IQR: 364-1494.3) services and billed for a median of 42 (IQR: 28-58) unique codes, significantly fewer than their counterparts in rural settings (median: 1096; IQR: 600-2192.5; P = .002; median: 54; IQR: 31.5-64.5; P = .001). Conclusions: Medicare reimbursements and billing patterns across female ORLs varied by graduation decade and geography. Female ORLs further along in their careers may be reimbursed more with greater clinical volume and productivity. Those practicing in urban settings may have practices with decreased procedural diversity and lower clinical volume compared to their counterparts in rural areas.

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Section: Discussionmentioning

confidence: 99%

Characterizing Medicare Reimbursements and Clinical Activity Among Female Otolaryngologists

Panth

Torabi

Kasle

et al. 2021

Ann Otol Rhinol Laryngol

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“…The earnings gap seems to persist for physicians, even as federal efforts such as the Fair Pay Act of 2013 and the Paycheck Fairness Act of 2014 aim to end wage discrimination . Differences in specialty, part‐time status, and practice type do not mitigate the disparity . Additional explanations have been proposed to explain the variability, including gender differences in negotiating skills, lack of opportunities to join networks of influence within organizations, and implicit or explicit bias and discrimination …”

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confidence: 99%

A matter of priorities? Exploring the persistent gender pay gap in hospital medicine

Weaver

Wetterneck

Whelan

et al. 2015

Journal of Hospital Medicine

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BACKGROUND Gender earnings disparities among physicians exist even after considering differences in specialty, part‐time status, and practice type. Little is known about the role of job satisfaction priorities on earnings differences. OBJECTIVE To examine gender differences in work characteristics and job satisfaction priorities, and their relationship with gender earnings disparities among hospitalists. DESIGN Observational cross‐sectional survey study. PARTICIPANTS US hospitalists in 2010. MEASUREMENTS Self‐reported income, work characteristics, and priorities among job satisfaction domains. RESULTS On average, women compared to men hospitalists were younger, less likely to be leaders, worked fewer full‐time equivalents, worked more nights, reported fewer daily billable encounters, more were pediatricians, worked in university settings, worked in the Western United States, and were divorced. More hospitalists of both genders prioritized optimal workload among the satisfaction domains. However, substantial pay ranked second in prevalence by men and fourth by women. Women hospitalists earned $14,581 less than their male peers in an analysis adjusting for these differences. CONCLUSIONS The gender earnings gap persists among hospitalists. A portion of the disparity is explained by the fewer women hospitalists compared to men who prioritize pay. Journal of Hospital Medicine 2015;10:486–490. © 2015 Society of Hospital Medicine

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“…A survey in the USA found that achieving work‐life balance was a significant concern for 91% of female physicians 20 . Another study found that work‐life balance was the determining factor for 28.2% of men and 47% of women ( P < 0.001) when rejecting a specialty 21 .…”

Section: Discussionmentioning

confidence: 99%

“…A survey in the USA found that achieving work-life balance was a significant concern for 91% of female physicians. 20 Another study found that work-life balance was the determining factor for 28.2% of men and 47% of women (P < 0.001) when rejecting a specialty. 21 Furthermore, a survey that was conducted in the USA in the field of academic medicine, found that perceived work-family conflict was negatively correlated with leadership seeking for women, but not for men (P < 0.05).…”

Section: Recent 4-year Data From the Association Of American Medicalmentioning

confidence: 98%

Gender leadership in gynecologic oncology professional societies worldwide

Cohen,

Alter,

Meyer

et al. 2023

Intl J Gynecology & Obste

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ObjectiveWe aim to study gender representation among the different national gynecologic oncology (GO) societies' presidents over the past decade.MethodsA cross‐sectional study examining the period 2013–2022. The leadership positions in 11 GO societies in the USA (SGO), internationally (IGCS), Europe (ESGO), Australia (ASGO), Israel (ISGO), Japan (JSGO), Asia‐Oceania (AOGIN), India (INSGO), Latin America (SLAGO), South Africa (SASGO), and Turkey (TRSGO) was studied. The proportion of leadership positions held by women was calculated and trends were evaluated.ResultsOverall, the average rate of women's representation during the study period was 26.4%, and for the different organizations was: SASGO 70.0%, SGO 50.0%, ESGO 40.0%, ASGO 30.0%, INSGO 30.0%, and IGCS, ISGO, and SLAGO 20.0% each, TRSGO 10%, and no representation of women in JSGO and AOGIN. There was a significant decrease from 2013 to 2016 (63.6% to 9.1%) (P = 0.009) in women's representation as presidents of societies. From 2017 to 2022, there was no difference in women's representation (ranging from 9.1% to 36.4%) (P = 0.13).ConclusionsThis study demonstrates that women are significantly under‐represented in leadership positions in GO professional societies; however, in South Africa and the USA their representation in the last decade was close to equality.

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Topics to ponder: Part-time practice and pay parity

Cited by 15 publications

References 15 publications

Characterizing Medicare Reimbursements and Clinical Activity Among Female Otolaryngologists

Characterizing Medicare Reimbursements and Clinical Activity Among Female Otolaryngologists

A matter of priorities? Exploring the persistent gender pay gap in hospital medicine

Gender leadership in gynecologic oncology professional societies worldwide

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